SB 528 (Child Care Regulatory Reforms and Flexibilities) allows five years of documented work experience in a licensed North Carolina child care facility to count as equivalent to the North Carolina Early Childhood Credential for lead teachers and star ratings. It also increases the maximum group size for toddlers from 18 to 20 children in centers maintaining a 1/9 staff-to-child ratio, while adjusting nap-time supervision requirements. These changes directly affect licensed child care centers, administrators, lead teachers, and staff by providing alternative pathways to meet credentialing requirements and adjusting operational standards for group sizes. The bill aims to increase flexibility for providers while maintaining safety and quality standards under North Carolina’s child care regulations.
HB 877 establishes a pilot program to create affordable childcare facilities through public-private partnerships using state-owned property. It requires the Legislative Services Office to select a childcare operator by 2026 who must offer rates 25% below market (excluding land/building costs), pay staff 180% of federal minimum wage with health insurance, and reserve 80% of spots for state employees. The program leverages $5 million in state funds to cover facility upfitting and site costs, using state/university land leased at $500/month for 10+ years. This directly affects state employees seeking childcare and aims to lower costs for parents across all North Carolina counties through reduced capital expenses.
HB 389 establishes a two-year pilot program to create free child care workforce academies across North Carolina, directly affecting individuals seeking careers in child care with no prior experience. The program provides free training, credentialing support (including health screenings and background checks), and stipends ($150 upon completion, $500 after one year of employment) to help participants become lead teachers in licensed child care centers. It allocates $738,000 annually from the General Fund for 2025-2027 to cover tuition and stipends, requiring local partnerships to contribute 25% match. The pilot will launch in Johnston and Wayne counties plus 10 additional regions, with progress reports due by 2026 to evaluate expansion potential. (Note: The bill title "Continuing Budget Operations Part III" appears inconsistent with the actual content; the text focuses on child care workforce training.)
SB 473 creates the Capital for Communities Special Fund, a dedicated state fund that will receive 3.5% of certain investment earnings (when quarterly returns exceed 7%) from state funds managed by the Treasurer. The fund will provide grants for economic development projects in North Carolina, specifically targeting affordable housing, childcare centers, healthcare facilities addressing shortages, medical research, workforce development, living-wage jobs, and nonprofit education facilities. These grants must directly support community-based initiatives meeting the specified criteria. The bill establishes clear eligibility rules for fund usage but does not detail application processes or allocation priorities.
HB 910 creates a $2 million recurring grant program to increase teacher diversity in North Carolina public schools, primarily benefiting school districts, colleges, and community organizations. The bill funds partnerships that support recruitment, training, and retention of educators of color through specific initiatives like dual enrollment programs, paid clinical experiences, mentorship, and financial aid for aspiring teachers. Grants require evidence-based proposals addressing recruitment or retention gaps and must include long-term sustainability plans. Local school systems and institutions of higher education will administer the program, with annual reporting required to track progress toward diversifying the educator workforce.
HB 985 increases the criminal penalty for assaulting a school employee or volunteer in North Carolina. It reclassifies such assaults from a Class A1 misdemeanor to a Class I felony when the incident occurs while the individual is performing their duties or as a result of their duties. The bill broadly defines "school employee or volunteer" to include staff, independent contractors, and adult volunteers involved in school activities. It also protects school personnel from civil or criminal liability for taking reasonable actions to end student fights. Finally, the bill updates supervisor reporting requirements for assaults and prohibits intimidating employees from reporting these incidents.
SB 593, the "Grant Our Kids Care Act," allocates $30 million annually (2025-2027) for a pilot program to help licensed child care providers in North Carolina. It provides grants covering 75% of child care tuition for full-time staff (earning ≤85% of state median income) who have children under age five, with providers covering the remaining 25%. The program aims to expand licensed child care capacity by helping staff afford care for their own children, prioritizing counties with high unmet demand. It requires participating programs to create new slots without displacing existing children and mandates annual progress reports to the legislature.
HB 637 grants flexibility to Pitt County Schools regarding salary supplements for advanced teaching roles. It allows the $10,000 supplement for an adult leadership teacher to be shared with other teachers. This sharing is permitted when those teachers are collaborating in a "community of practice" to address an instructional issue within schools participating in the R3 Program Community of Practice model. This bill applies exclusively to Pitt County Schools and becomes effective for the 2025-2026 school year.
SB 57 amends North Carolina's workers' compensation law to expand coverage for eyeglasses and hearing aids damaged during work-related injuries. It requires that repair or replacement of these devices only occurs if the damage happens incidentally to a compensable injury (e.g., glasses breaking during a workplace fall). Workers will not receive coverage for routine damage or loss unrelated to a covered injury. The change applies to all claims arising on or after the bill's effective date.
SB 320 creates an additional retirement allowance for North Carolina state and local law enforcement officers who retire after meeting specific service and age requirements. Eligible officers with at least 30 years of service (or 55+ with 5+ years) under age 62 can choose between two calculation methods for their annual allowance: one based on their current pay rate and service, or one based on their pay rate at 30 years of service. The allowance, paid monthly from state funds, stops upon the officer’s death, reaching age 62 (for the first method), or meeting a time-based condition (for the second method). This change supplements retirement income without affecting other retirement benefits or salary increases.
